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E-learning: Why France is Lagging Behind its European Neighbors
June 9, 2009 | 3 comment
France stands well behind other European countries when it comes to company e-learning programs, according to recently published figures.
Although France’s legislative arsenal (VAE, DIF, CIF: official French state certification and training authorization plans) offers a wide range of options to employees who want to benefit from training programs in the context of their jobs, the e-learning aspect is overlooked, contrary to Spain, for example, where the governments sets aside approximately 8 euros for each e-learning module and learner.
In France, 24% of all employees declare that they have taken an e-learning course, as opposed to 47% in the U.K. and 51% in Spain!
Solutions adapted to companies of all sizes
The e-learning offer is now wide enough to target any type of audience that wants to profit from a training program, from the smallest SME to the largest international groups. Easy-to-use interfaces and rapid access represent real assets for companies that do not have their own IT departments, for instance. Paradoxically though, 49% of employees from SME (500 employees or more) have followed a tutored e-learning program and 56% a blended learning program (training that combines e-learning content with presential training). Yet in very large companies, these same figures drop to 41 and 49%, respectively!
Matching the offer and the demand
For French employees, quality e-learning programs should be based essentially on the real-life situations presented, on videos and interactive learning experiences, and on online evaluations.
The current e-learning software offer meets all these needs and, in addition, does not require advanced computer expertise. Virtual classes, LMS platforms, e-learning project management, software that designs interactive animated scenarios … there are numerous possibilities for using the software independently or as a complement to tailor-made e-learning programs.
The Role of e-Learning in Higher Education: Training Students to Use Office IT Tools
June 9, 2009 | 1 comment
E-learning is becoming increasing popular in companies and also in higher education, with training programs in office IT tools topping the list. E-learning offers many advantages, both from an organizational point of view as well as for students and teachers.
The choice of an e-learning solution depends on a number of factors. For example, the solution selected should be adapted to:
- The number of students involved in the training program
- The IT tools that already in place; the solution should be easy to integrate into the existing IT platform (e-learning and/or administration platform, virtual campus …)
The e-learning tools should be accessible 24/7 and from anywhere in the world. For this reason, the choice of a full web solution is highly recommended.
It is critical that the teaching staff be supportive of the decision to implement a tool of this type. For many teachers, there are significant advantages to the system: personalized and individualized training courses and evaluation programs, plus the opportunity to teach students of different levels. Teachers continue to play their role as instructors and also become coaches and tutors, as they are able to closely monitor students’ progress and level of attentiveness.
For students, e-learning provides greater flexibility of access. It also allows them to benefit from specialized and customized training programs, which are MOS (Microsoft Office Specialist) certified, a major asset for their future careers.
Deploy a platform LMS on a HRIS
January 27, 2009 | 1 comment
What is a HRIS? A HRIS is a Human Resources Information System. It combines Human Resources Management (HRM) and Information and Communication Technology (ICT).
A HRIS is based on four independent modules, enabling users to carry out administrative tasks as well as those relating to human capital management.
LMS Platforms and HRIS Solutions
There are two options available if you want to implement a HRIS that includes an e-learning component. You can either :
- Choose one of the major HRIS as they all offer an integrated LMS platform module
- Deploy a dedicated e-learning platform on a human resources management application
The HRIS / LMS solution you choose should enable you to develop e-learning content that is flexible and easy-to-use. A user without any special technical skills should be able to develop the content and post it directly on the teaching platform.
When choosing a LMS platform, there are a number of operational factors to be taken into account: ergonomics, price, the ease with which the tool can be implemented and adopted, the opportunities offered for creating content, and SCORM standard-compliance.
In the case of a LMS and HIRS connection, the technical criteria are the different communication protocols offered as standards (Batch, SOAP, LDAP, etc.). You also have to be careful about whether you can effectively manage these different services. The key question to ask is whether you can connect an application to the LMS without having to call upon a systems integrator.
